- Poor compensation. An employee with poor performance typically will get a 2% raise and an employee with excellent performance will be lucky if they get a 4.5% raise. The raise pool is shared by all employees regardless of an individual employees performance. No incentive for employees to perform highly....
- Little growth opportunities. Entry level positions become mid-level positions only after years (5 + years) of solid performance, high chargeability, and long hours. The company does not employ people that have "worked their way up" through the firm to top-level positions and they always hire from outside, rather than promoting from within....
- Micromanagement at the report review level. Many report reviews are done archaically with pen and paper rather than electronically, which would save time....
- No pride in work because Clients request changes to the work product that should not be allowed. Client satisfaction is placed over everything regardless of risk or employee's values....
- Terror-con encourages employees to cheat hours on time sheets in order to save money on project budgets, thus reducing the employee's chargeability but saving the company money in the form of an artificial profit at the project level...
- Company is too top-heavy with too many managers. Department managers, office managers, regional managers, division managers, client managers, national client managers...
- Chargeability levels increase with increasing pay, making it more difficult to meet chargeability goals, thereby giving Terror-con a reason to fire you...
- Unpredictable work schedule, because it is based on outside factors (not really Terror-cons fault)..
- Too much emphasis is placed on marketing for regular staff. If the regular staff wanted to be in marketing, they wouldn't have studied engineering or environmental science in college. How about letting the regular staff do what they were hired to do and let the marketing people do the marketing?...
